Organisational Behaviour & Development 2


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Organisational Behaviour & Development 2

  1. 1. ORGANISATIONAL BEHAVIOUR & DEVELOPMENT II  Jc Lohith Shetty      PGDPM, MSW, MBA, UGC - NET Asst Professor St Aloysius College (Autonomous) Trainer – Junior Chamber International President - 2014, JCI Mangalore
  2. 2.     Statutory Instructions: This is not a study material & only a teaching aid. There is constant changes made to this teaching material & those changes are not updated in Slide Share. This slide is prepared as teaching aid only, so it can be understood & interpreted rightly only after attending my classes.
  3. 3. Intelligence Quotient: It is a mathematical formula which measures the persons intelligence.  It is a rational, logical problem solving.  It is a style of rational, goal oriented and thinking. Eg: Severe, profound, moderate and average intelligence.
  4. 4. The Stanford-Binet Test     Verbal reasoning : Vocabulary, Absurdities Quantitative reasoning: Quantitative test, number series Abstract visual reasoning:Paper folding, Copying Short term memory : Memory of sentences, memory of order in which familiar objects are placed
  5. 5. Importance of Intelligence Quotient         Understanding of the environment & situation Information & understanding of day to day matters Grasping power & learning new Concentration power Decision-making Memory & linking facts It helps in recruitment of potential candidates It helps in accessing the intelligence level & decision making ability of Individuals
  6. 6. Emotional Quotient:   1919 concept was developed. Emotional Intelligence is the ability to identify, assess and control the emotion of ourselves. Self awareness and control and in the ability to respond appropriately to the emotions of others. The ability to assess and affect situations and relationship with other people also plays a role in Emotional Intelligence.
  7. 7. Importance of Emotional Quotient:         Maturity of personality is observed with Emotional Stability Encourages right decision making It promotes healthy work environment It helps in reducing confusion & misunderstanding It reduce conflicts between colleagues Helps in providing emotional support Encourages Team Work Emotional stability reduce the health risk &
  8. 8. Spiritual Quotient:    It is an science of thinking out of the box. It is an access to higher meaning Higher spiritual truths are to be experienced. Importance: o Having direction in life o Ability to lead ourselves o Supervening higher reality o Conscious afford to understand
  9. 9. Principle of Spiritual Quotient:           Self awareness Spontaneous thoughts Being Visionary Humility Humbleness Sense of Vocation Commitment to thought, ideology & belief Clarity of thought & action Independent opinion Self-rooted in spirituality
  10. 10. Personality: Latin – Persona = means Actors The human personality includes:  External appearance and behaviour or social stimulus value.  Inner awareness of self as a permanent organizing force. Def: Gluck: Personality is a pattern of stable states and characteristics of a person that influence his or her behaviour toward goal achievement.
  11. 11. Determinants of Personality: Heredity  Family  Culture  Social environment  Physical/ natural environment  Situation  Experience through life 
  12. 12. Types of Personality: o o o o o o Introvert personality: inward people, No social contact Extrovert personalities: Simply speaking Mechanical personality Nurturing personality Artistic personality Protest personality
  13. 13. Theories of Personality: A. Sigmund Freud: o Psychoanalytical theory o Id, Ego, super ego  The oral stage  The anal stage  The phallic stage  The latency stage  The genital stage
  14. 14. B. Theories of Personality: Contd... Allport: Trait theory: Traits are reactions, not something a person “possesses”  Extraversion  Agruablance  Conscientiousness  Emotional stability  Spanners to experience
  15. 15. C. Self theory: Carl Rogers Self image o Ideal self o Looking glass – self o Real – self o
  16. 16. Learning: Meaning: Stephen P. Robbins “Learning is any relatively permanent change in behaviour that occurs as a result of experience”. Process of Learning: 1. Knowledge acquisition 2. Information distribution 3. Information interpretation 4. Organizational memory process
  17. 17. Stimuli (Work Situation) Unhappy with reinforcement (Demands new learning) Stimulus (New work situation) Motive (Need felt) Learnin g Process Consequence (Reinforcemen t) Response (Choice of Behaviour)
  18. 18. Theories of learning: A. Classical conditioning theory: Ivan Povlov a) Response is reactive b) Responses are fixed to stimuli (no choice) c) Stimulus such as sound, object, person are used d) Reinforcement is not received by choice B. Operant conditioning theory: By B.F. Skinner  Behaviour can be controlled by manipulating its consequences.  The behaviour that result in positive rewards trend to be repeated and behaviour with negative consequence tender not to be repeated.  Based upon such consequences, the behaviour can be predicted and controlled.
  19. 19. Factors influencing operant conditioning: * Magnitude of reinforcement * Imitation * Motivation of the learner C. Cognitive theory:  Choice of behaviour based on perceived consequence st nd imp & so on  1 imp, 2 D. Social Learning Theory:  Process of observational learning.  Select model & learn by observing their behaviour. OB modification: Changes brought in the
  20. 20. Attitude: Attitude reflect how one feel about something. Def: Munn: Attitude is learned predispositions towards aspects of our environment Characteristics: 1. Attitudes are learnt 2. Every individual hold attitude 3. Attitudes are organised & are core to an individual 4. Attitudes refers to feelings & beliefs of individual or group 5. These feelings define one’s predisposition towards given aspect 6. Attitude can be favourable or unfavourable feeling 7. Attitudes endure, unless something happens
  21. 21. Formation of Attitude Observing thus models Classical Conditionin g Mass communicati on Experience with Object Formatio n of Attitude Economic status Operant conditioning Family & peer group Neighbourhood
  22. 22. Formation of attitude:  Direct experience    Social learning:       Experience with Object Operant conditioning Family & peer group Neighbourhood Economic status Mass communication Classical Conditioning Observing thus models      It involves Attention Retention Reproduction Motivation
  23. 23. Perception: Perceiving: giving meaning to the environment around us. can be defined as the According to Udai Pareek “Perception process of receiving, selecting, organizing, interpreting, checking and reacting to sensory stimuli or data”. Importance of Perception:  Good perception increase efficiency of task  Perception leads to understanding or misunderstanding between people  Positive perception lead to reduction in wastage & misunderstanding  Increase productivity  Foster team work  Solves problem  Improve quality  Creates congenial atmosphere  Breeds loyalty  Increase profits  Reduce stress  Promotes pleasing personality among employees
  24. 24. Factors influencing perception: A. Internal Factors:  Need and Desire  Personality  Experience  Values  Attitude B. External Factors: Size Eg: Advertisement  Intensity Eg: Sound  Frequency / Repetition  Contrast  Status  Movement
  25. 25. REDCSW influencing Inter Personal Perception: Relinquishing style – highly open for ideas  Egalitarian style – shared mutually  Dynamic style – use of motivation work  Controlling style – render does not allow  Structure style – specific goal 
  26. 26. Motivation: • Latin word – Movere – Move in the report of people. • People are motivated by situation and expectation • Inspiration taken from others. Def: Bernard Benhon:  A motive in an inner state that energies / activates a mover and dereets / channels behaviour towards the goals.
  27. 27. Importance: Needs:           Biological needs Socio – psychological needs Need for freedom Security Love Achievement Need for social approval Social company The need for self-assertion Self – expression
  28. 28. A. Hierarchy of needs theory Being able to records one’s potential I. II. III. IV. Physiological needs Safety needs – protection Social need – acceptance, feeling Esteem needs – self respect personality V. Self actualization 1st type personality 2nd type personality 3rd type personality 4th type 5th type personality B. Expectancy theory  C. Needs & Goals  D. Social Character & personality  Two-factor theory by Herzberg 
  29. 29. Types of Motivation: A) Primary motivation: Unknown to the people but exists the reality. 1. Competence motives 2. Curiosity motives 3. Affection motives B) Secondary motivation: These are learnt 1. Achievement motivation 2. Affiliation motivation 3. Social motivation 4. Power motivation
  30. 30. Effects of motivation on Work Behaviour: Importance of Motivation: least  Motivations is observed with       employee turnover Motivated employees give better output Team Work is the result of motivation Motivated employees are open to suggestions & changes Learning new skills & development is observed Motivated employees give suggestions & participate with management. Reduction in delays, damages & wastages will be observed.